Aurelia Butler

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    in Career Hacks

    5 Reasons Why Springboard Is Your Ticket to a Dream Job in Tech

    You just can’t get one-on-one mentoring, highly-technical training, and a job guarantee like the way Springboard offers it.

    As more employers look beyond college degrees as criteria to work at their companies, aspiring professionals have begun seeking alternative methods to learn new trades and qualify for roles. But the questions remain – what are the best ways to learn a new skill and how do you know if what you’re doing is worth the time and money?

    As e-learning programs and online workshops come and go, Springboard has risen as the premier destination in online learning for the tech industry’s most in-demand careers. With comprehensive, mentor-led programs in software engineering, data science, UI/UX design, cybersecurity, tech sales, and more, there is a lot to love about Springboard’s unique offerings. 

    But Springboard’s robust curriculum isn’t the only reason why aspiring professionals are flocking to the groundbreaking e-learning platform. From the self-paced speed to their job-match guarantee, here are all the reasons why you should choose to enroll in Springboard’s online boot camps.

    Go As Slow/Fast As You Want

    Once you’re admitted into a boot camp, students have the freedom to set their own pace and go as fast as they feel comfortable going. Whether it’s because of time restraints or just to absorb as much information as possible, this factor of Springboard’s boot camps really stands out for students. 

    Ability to Pivot into Any Industry

    One of the biggest reasons why Springboard is so sought after these days is because it enables people to pivot into any industry they choose. Take Vianey Luna for example. When Vianey found Springboard, she was teaching English as a foreign language in China and South Korea. A few years into her career, Vianey felt inspired to make a career shift into cybersecurity and was able to use Springboard to help her make that leap.

    Another great example of someone who made a massive career change with Springboard is Hastings Reeves. Hastings was studying to become an opera singer until the pandemic hit and he was forced to reassess his situation. With a three-year-old daughter, Hastings knew he needed to find income. After taking part in Springboard’s Data Science Career Track, Hastings found the job of his dreams.

    From singing opera to working in data science, Springboard made it possible.

    The Mentors

    Of course, where an educational or training program is going to provide some of the most value is in the mentors and peer guidance that is offered. And when it comes to the mentors that Springboard staffs, no exceptions are made.

    Using a system created in-house, Springboard makes sure to stay on top of quality control and the overall caliber of its mentors and teachers throughout the entirety of their tenures. Additionally, Springboard looks to hire people with experience in an industry and a passion to lead.

    Career Coaching

    One of the best parts about Springboard’s e-learning platform is that it isn’t just an e-learning platform. When you sign up for Springboard, students are matched with a career coach who works with them 1:1 to seize the job of their dreams.

    Throughout your entire enrollment in the boot camp, you will have regular meetings with your career coach to discuss things about your CV, resume, and general job-hunting tips. When you complete the boot camp, your career coach ups their involvement in your search and really starts helping you get applications out and taking shots for that dream job!

    Whether it’s with help with interview tips or suggestions on how to execute an elevator pitch, Springboard’s career coaches are there for you until you sign a contract. 

    Job Guarantee

    Perhaps one of the most alluring features of Springboard’s online learning platform is the job guarantee that they bestow on nearly every one of their students. It is one thing to trust an education system or provider to give you valuable knowledge and skills but the fact that Springboard guarantees a job offer or your money back just goes to show how much they trust their program.

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    Under these circumstances, it becomes much easier for Springboard’s students to fully engross themselves in their education. Without the gnawing feeling of whether or not a job awaits them at the end of their curriculum, students have nothing else to worry about besides gaining a valuable and marketable trade.

    Why Is Springboard Right For You?

    Whether it has to do with the wide range of tools and resources that Springboard equips you with or the degree of quality in its curriculum and mentors, there are several reasons why Springboard is such a great option to advance your career.

    But the most important reason to enroll in Springboard is the desire to grow yourself in one way or another. If you have the desire, Springboard is ready to fulfill it.

    At Springboard, you either get a job or your money back. Start exploring career tracks and open-enrollment boot camps today! More

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    in Employer

    How VMware Attracts and Retains Tech Talent

    Long before COVID-19 made working from home the norm, this software company was experimenting with remote work and exploring its impact on employer brand. This unsung hero of the B2B technology space was powering some of the busiest and most visible brands of the early months of the pandemic, all while supporting a globally distributed workforce.
    Keeping a watchful eye on these experiments was Global Employment Brand Manager Price Peacock, whose team is responsible for showcasing that employee experience to the public.
    Embracing Remote Work
    Embracing the distributed team model benefits businesses in several ways. Chiefly: It allows hiring managers to recruit from a larger pool, and it makes you a more attractive employer to the staggering number of workers who now prefer telecommuting.
    The move to a distributed team helped VMware address its top talent challenge: standing out in the competitive local tech talent market in Palo Alto, California, where VMware’s headquarters sit. “From a talent perspective, we’re enabling our recruiters, sourcers, and hiring managers to look for people in areas not near VMware offices. That’s allowing us to remove some of those challenges that we historically faced and hire more diverse talent,” Peacock says.
    Prioritizing the “Why”
    Every year, Peacock’s employer brand team sits down for a “gut check.” They reevaluate their priorities and check their efforts against their larger relevance to the company. “It’s allowed us to be nimble, learn, and evolve our employer brand strategy,” Peacock says.
    VMware’s internal EVP reflects this commitment to employees’ development: Own your future. Its employer brand team also maintains a close relationship with the corporate brand team to ensure the message they promote internally stays aligned with the values VMware professes externally.
    Centering the Employee Perspective
    One of the most direct, meaningful ways to keep your employer brand messaging aligned with employee perspectives is to center those perspectives in your content. “Employee referrals today are our number one source of hire. Knowing that, we recognize the importance of our people’s perspectives and voices,” Peacock says. “We actively partner with the 33,000+ employees that work at VMware to create, share, and participate in the content and experiences we’re creating for prospective employees.”
    In foregrounding employee storytelling, Peacock is allowing VMware’s culture to speak for itself. “VMware’s brand is the sum of the emotions and attitudes that people have with us, whether it be our employees, our customers, or the broader community,” she says.

    To follow Price Peacock’s work in employer brand, connect with her on LinkedIn. For help identifying the values and culture you want to create in your company, get in touch.
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    in Employer

    How the Automotive Technology Space Is Attracting New Talent

    Big changes in the automotive technology space have inspired a renewed focus on attracting tech talent and workplace diversity for this company’s employer brand leadership.
    That focus is just one of the creative challenges Joanna Babiarz faces as Aptiv’s Global Employer Branding Director.
    Your Candidate Messaging Should Evolve with Your Industry
    Recent and rapid tech innovation is rendering certain skill groups obsolete while placing others in high demand. This is especially true of the automotive industry, which now courts very different talent pools than it did a decade ago, according to Babiarz.
    At first, Aptiv’s employer brand messaging wasn’t focused on tech. However, after clocking the industry shift toward being a tech-centric space, Babiarz and her team reshaped their candidate messaging to grab the attention of tech talent and position Aptiv as a competitive employer to this sought-after demographic. Today, roughly one-third of Aptiv’s engineers are software developers and ship over 40 billion lines of code each day.
    To Achieve Workplace Diversity, Start Early
    Refurbishing your employer brand is an ideal time to ensure your messaging reflects your values. During a recent rebrand, Babiarz and her team realized they had an opportunity to disrupt an automotive industry trend with Aptiv’s employer branding: its male-dominated workforce.
    Aptiv employs a diverse team of workers from many backgrounds, but like most other companies in the space, it still struggles to reach women and other demographics underrepresented in STEM. “We are trying to change this ratio. We are trying to show that this space is a fantastic opportunity for growth for anyone, regardless of gender or ethnicity,” Babiarz says.
    What Candidates Really Want
    Today’s candidates don’t just want to collect a paycheck; they want their work to hold meaning. Babiarz observed this when talking to Aptiv employees who’ve stayed at the company for five years or more, as well as those who returned after leaving for a different job.
    She noticed a theme among employee responses: “They have a purpose here. It’s not that they’re working on another software app; they’re helping save lives and mitigate the risks of accidents. They offer solutions that reduce emissions.”
    No matter the nature and scale of the shifts occurring in your industry, Babiarz’s advice to employer brand leaders is the same: Ask your employees about what needs to change. “It’s not always about the market trends or what the stakeholders expect from you,” she says. “You have to talk to your employees!”

    To follow Joanna Babiarz’s work in employer brand, connect with her on LinkedIn. For help gathering data and insights you can act on to improve your company, get in touch.
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    in Employer

    2022 UK State of Tech Salaries

    New Data on Salary Trends in the UK Following a Season of Hiring Contradictions

    While the Great Resignation defined 2021, 2022 is to be determined. Earlier this year we saw aggressive hiring in response to attrition and ambitious goals. More recently, we’ve witnessed uncertainty, volatility, and contradiction. Currently, we face an energy crisis in the UK, a new prime minister’s economic policy, living in a post-Brexit world, along with significant tech hiring freezes and layoffs. Yet despite these events, the hiring market remains cautiously optimistic. So what do we know about the status of 2022 UK tech salaries and the hiring climate?

    What the data tells us about 2022 UK tech salaries and employment

    In the US, for example, the unemployment rate is at a pre-pandemic low, inflation is cooling, there is a steady stream of job openings, and many companies need help finding top talent. Salaries continue to climb in the UK and Canada post-pandemic as well. In fact, Toronto and London had higher salary increases YoY, respectively, between 2021 and 2022 – than Boston, New York, SF Bay Area, and Seattle.

    As of this writing, the most recent release (13 September, 2022), from the Office of National Statistics, reported the total number of workforce jobs in the UK in June rose by 290K, on the quarter to a record 35.8 million. For the first time, this exceeds the preCOVID-19 level of December 2019. The employment rate decreased on the quarter but increased on the year and is still below pre-pandemic rates. So while there’s been some turmoil, there’s reason to be encouraged.

    Remote expands pipelines; gives employers an edge

    Employers continue to hire remote employees and enter new talent markets, although the UK has generally been more hesitant to do so than Canada and the US. Meanwhile, some high-profile companies in the US and elsewhere have announced return-to office policies, despite resistance from the majority of workers.

    Survey data in the 2022 State of UK Tech Salaries

    So as the winds shift towards an economic slowdown, will the pendulum swing more in favor of employer demands? Hired’s survey data tells us that while there is some sentiment of a power shift to employers in the next six months, the majority of candidates are considering leaving their current roles. They’re driven by the potential for more lucrative opportunities and an overall better fit.

    Expectations on salary, pay raises, and work flexibility remain sky high, placing the onus on employers to execute the right strategies to attract, hire, and retain top talent. In the 2022 State of Tech Salaries report, Hired provides one of the most in-depth analyses of the hiring environment today. Based on extensive proprietary marketplace data and a talent survey, it spans the US, Canada, and the UK. Ideally, these valuable insights will inspire meaningful conversations within organisations on hiring strategies, including the structure of compensation packages, flexible work models, and other talent initiatives.

    So what’s next for tech hiring?

    If there’s a North star in this tumultuous time, it’s that companies must be nimble when it comes to hiring. Explore new ideas, continue to rethink strategies, and revise hypergrowth models into ones for efficient growth. It’s the best way to cultivate a steady route to recruiting and retaining top employees. We stand by ready to help jobseekers and employers alike.

    In the 2022 State of UK Tech Salaries, we dive into Hired’s marketplace data to uncover insights specific to UK-based companies.

    With data and insights from more than 907,000 interview requests and survey responses from more than 2,000 technologists, we offer guidance to recruiters and talent acquisition leaders eager to stay competitive. With this eBook, companies can adapt hiring strategies and retain top talent, thriving despite an uncertain market.

    Key takeaways from the 2022 State of UK Tech Salaries eBook

    UK compensation trends based on role, industry, company size, and years of experienceThe impact of remote or work-from-home trends on tech salaries4 steps to increase hiring efficiencies and strengthen your employer brand, and more! More

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    in Employer

    Activating Employer Brand as a Science and Technology Company

    Successful employer brand activation is all about thinking globally for this 352-year-old, progress-driven science and technology company.
    Merck Group has dedicated itself to furthering human progress through science and technology. It’s a lofty mission and one its team takes very seriously, particularly employer brand leader Chris Dinwiddy.
    You Value Curiosity
    Merck Group’s EVP, “Bring your curiosity to life,” carries two meanings for Dinwiddy. It invites employees to nurture their curiosity, but it also encourages employees to direct that curiosity toward improving life on earth. Curiosity isn’t just a trait of a great hire; it’s a skill that helps Merck Group make the world a better place.
    Curiosity also motivates the employer brand team’s investment in its ambassador network. With so many markets worldwide (including China, the US, Germany, and others), Dinwiddy has realized the importance of nurturing one-on-one relationships with regional heads of recruitment and demonstrating an interest in their unique region.
    You Stay Innovative
    When courting an in-demand demographic, filling a specific role type, or launching a campaign, the employer brand team relies on SAP SuccessFactors tools and custom landing pages. They keep a close on their Google Analytics and other sources of quantitative data, while also tracking more qualitative feedback (candidate comments like ”I didn’t know much about you before I applied” or “I’ve seen your brand around”) to measure success.
    The team is also trying out a new tool that’s been instrumental in gathering employee-generated content: an app called PathMotion, specifically designed to help candidates connect with employees.
    You Prioritize Humans
    “The recruitment industry’s drifted in the last few years away from corporate and polished,” Dinwiddy observes. Now, candidates are responding more to honest, authentic, and candid messaging.
    For Dinwiddy, this human-centered and end-user-focused culture is key to what makes it a great place to work and such an easy employer to promote. In describing his experience at Merck Group, Dinwiddy offers the same kind of candidness he encourages in brands: “My job’s really special. I work for a brilliant company—and I’m not just saying that because they pay my salary!”

    To follow Chris Dinwiddy’s work in employer brand, connect with him on LinkedIn. For help gathering data and insight that you can act on to improve your company, get in touch.
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    in Employer

    8 Ways to Hire Faster & Build a Better Employer Brand

    What You’ll Learn

    How to fill positions more efficiently through tools, templates, and moreThe partnership making hires an average of 11 days fasterThe strategy that took an offer acceptance rate from 60% to 88%

    About this eBook, 8 Ways to Hire Faster & Build a Better Employer Brand

    In a panel discussion led by Hired CTO Dave Walters, talent leaders from Gem, Tanium, NBCUniversal, and One Medical shared their thoughts on trends and best practices for optimizing the candidate experience.

    They reviewed how to improve the hiring process by strengthening the experience and by extension, the employer brand. Now, we are covering eight of their strategies to consistently help their teams fill tech and sales jobs efficiently. Use them to take action with your recruiting goals! More

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    in Employer

    Building Employer Brand Awareness with Global Tech Talent

    Everyone’s looking for tech talent, and the competition within this highly in-demand market is steep. This is the challenge Liz Gelb-O’Connor faces as ADP’s VP/Global Head of Employer Brand and Marketing. Here’s how Gelb-O’Connor and her team are tailoring their employer brand strategy to attract tech talent specifically.
    Building Global Awareness
    As a payroll services provider, ADP pays one out of every six workers in the US and is almost a household name. However, outside of the US, it doesn’t have the same level of recognition as major US consumer brands.
    The employer brand team spent 10 months researching the international talent markets that yielded the most candidates and nurturing relationships with partner organizations in other countries. The result was an EVP localized for each country—a monumental effort that turned out to be well worth it, Gelb-O’Connor says.
    Nurture Future Talent
    ADP’s employer brand team also devotes energy to the very top of the tech talent funnel, those that aren’t looking for work right now but may be strong candidates in the future. ADP’s tech blog, a first of its kind for the company, keeps future talent abreast of industry conversations and news while showcasing the brand’s innovation and the thought leadership of its tech employees.
    The results of this tech-tailored approach to employer brand have been powerful. In the five years since Gelb-O’Connor began leading employer brand, ADP has won industry accolades, and earned a strong NPS score for its candidate experience. Cost of hire has dropped, and the candidate conversion rate for the tech career site is twice the rate of its main career site (despite launching during the hiring slowdown of May 2020).
    This rapid change and growth around tech is one of the things that makes Gelb-O’Connor so excited to lead employer brand at ADP. “It never gets old,” she says. “That’s been the most rewarding thing: seeing how far we’ve come.”

    To follow Liz Gelb-O’Connor’s work in employer brand, connect with her on LinkedIn. For help identifying the values and culture you want to create in your company, get in touch.
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    Navigating Market Uncertainty: The State of Tech Hiring (VIDEO)

    Watch this webinar-on-demand to hear in-depth analyses of the hiring market today, based on the 2022 State of Tech Salaries data report. Listen to meaningful conversations regarding hiring strategies, including the structure of compensation packages, flexible working models, and other talent initiatives.

    Hear from:

    Hired CEO Josh BrennerVP & GM, Employer Solutions for General Assembly Catie BrandHead of People, Virtru, Conley (Henderson) McIntyre and Director, Talent Acquisition, Markforged, Bryan Robinson.

    Download this collaborative panel discussion to discover: 

    Salary trends by role and years of experienceChanges in industry benchmarks such as average time-to-hireKey opportunities to win over top tech talent efficientlyImpact of global remote on tech talent hiring More